Title: Self Reflection
Instruction:
Time New Roman, Font Size 12, double space, minimum 6 pages.
Present a
clear claim based on experiences in your organization and provide evidence to
support the need and demonstrate how it can be fixed or recommendation that fix
the problem. All explain the process, techniques and/or tools use to come up
with the solution. How you plan to sustain it. Paper should have an introduction,
context, conclusion.
Background: New hires when come into my
organization with no military background or prior experience do not get
training in the systems. They just get assign to projects and learn the system
as they go through their career. Also they
supposed to get a mentor but a lot of the time does not work well because
either the mentor does not have the time to teach and guide the new hire. It was the case for me where I did not have
any mentors and had to learn things as I go through and adapt to the work culture. I took me a while until I understand I needed
other set of skill in order for me to be competent such as self-learner,
self-driven, ask the questions, learn from others but that is me not everybody
has the same mindset. I learned the hard
way and I do not wish other new hires go through the same experience as I did.
So I am taking advantage of those experiences and lesson learned and improve
those processes.
Issue/Consequences;
1.
Lack of training (No way of
measuring the individual knowledge)
2.
Not providing one on one
training
3.
Lack of confidence in the
individual
4.
Individual can lose motivation
which the organization may lose the individual/employee
5.
Inconsistency in the
organization
6.
Learning curve is based on the
individual but can take several years for the new hire to become productive
based on his mindset and skill set.
7.
Purpose: Standardized a process for new
hires when coming onboard in the organization. That will be done by developing
a training plan were they get teach and tested of all system before going fully
to a particular project. These course
are being teach by the subject matter expert the organization have.
Benefits:
1.
General Familiarization of all
systems
2.
Confidence in the individual
3.
Low return investment on the
individual/employee
4.
Consistency across the
organization
5.
Measure the individual
knowledge
Audience:
1.
Primary – Line Management
(Supervisors): Are the personnel to make sure policy get in place and new hires
are getting trained by the training plan
2.
Secondary – Subject Matter
Experts: Are the ones providing the training
3.
Third – New Hires: Are the ones
being trained
So to identify the problem I used the tool
called SMART process. Which stand for
the following
S – Specific – what is the first step of
goal identified? Identify the need, the
audience and stakeholders.
M- Measurable- what is
qualified/quantified measure of success? Test
the new hires, make them take actual test of those system learned.
A – Action – what action do you need to
take? Is the initial step
achievable? Yes it is, develop a training plan. The training plan will consist two
parts; first part will be theory which will be accomplish by developing modules
(Power point presentation) of each system -explaining everything sub-systems
all the way to components and it’s functionality. Second, the practical, were
you go and see the system and operate it in accordance with the procedures. The
training plan will be for new hires with no background and/or familiarization
of the system we support in our department.
R – realistic – how realistic is it that
what you’re saying you’re going to
do can be done at this time? It is realistic and feasible, it has been
spoken with my supervisor and they are onboard with the plan forward. It is all
of executing it.
T – time – when are you to complete the
first step of the goal? It is already completed, it is now in the
development phase and trying to identify the subject matter experts of the plan
forward on who should train the new hires. Making a strategy to maintain SME’s
reliable to the trainee (new hires). The
ideal will be test the training plan in one department to see how it work and
learn from the lesson learned.
Another tool I
will use during the whole development of the training plan will be the use of
kotter’s change model
It consists of
the following;
1.
Establish a sense of urgency
2.
Form a powerful coalition
3.
Create a vision
4.
Communicate the vision
5.
Empower others to act on the
vision
6.
Plan for and create short-term
wins
7.
Consolidate improvement and
produce more change
8.
Institutionalize new approaches
